Transcription

1 CHICAGO JOHN M. OLIN LAW & ECONOMICS WORKING PAPER NO. 69 (2D SERIES) Status Signaling and the Law, with Particular Application to Sexual Harassment Gertrud M. Fremling and Richard A. Posner THE LAW SCHOOL THE UNIVERSITY OF CHICAGO This paper can be downloaded without charge at: The Chicago Working Paper Series Index: The Social Science Research Network Electronic Paper Collection:

2 Status Signaling and the Law, with Particular Application to Sexual Harassment Gertrud M. Fremling and Richard A. Posner * Laws aimed at sexual harassment, nudity, and pornography are usually understood to be concerned primarily although not exclusively with offensive behavior rather than with more palpable or measurable harms. The precise nature of the offensiveness, however, is unclear. We shall argue that it is connected to status through the concept of signaling. Differences in the optimal sexual strategies of men and women translate into differences in actual or perceived status that in turn incite behaviors that create a demand for public or private regulation. Although our particular interest is status signaling, we discuss the phenomenon of status more broadly and explore a number of applications. In particular, we offer a fresh perspective on a social policy of growing importance the provision of legal remedies against employers for sexual harassment in the workplace. We first discuss what status is, why people have a vested interest in defending their status, and why a status interest might deserve some legal protection. Then we try to explain why, in the sexual area, it is primarily women rather than men whose status is at risk, and then we talk about the laws regulating sexual harassment, nudity, and pornography. Although we argue that concern with, even striving for, status is not a product of mere vanity, we also question the justifications that might be offered for some of the legal protections of status, especially the economic justification for laws * Fremling has a Ph.D. in economics from the University of California at Los Angeles. Posner is chief judge of the U.S. Court of Appeals for the Seventh Circuit and a senior lecturer at the University of Chicago Law School. The authors thank Sorin Feiner for helpful research assistant, and Richard Craswell, Richard Epstein, Jack Goldsmith, Dan Kahan, Daniel Klerman, William Landes, Edward Laumann, John Lott, Martha Nussbaum, Tomas Philipson, Eric Posner, Eric Rasmusen, Stephen Schulhofer, David Strauss, and participants in a Work-in-Progress Luncheon at the University of Chicago Law School, for many helpful comments on a previous draft.

3 Chicago Working Paper in Law and Economics 2 punishing sexual harassment. We develop our points with the aid of both economics and evolutionary biology. Both perspectives are often overlooked in discussions of the legal regulation of sex-related behaviors. 1 I. The Concept of Status and Why It Is Determined Differently for Men and Women A. The Economics of Status Status has been a concern primarily of sociologists, anthropologists, and historians rather than of economists; and though there is a growing economic literature, 2 status is still widely considered a noneconomic phenomenon, because it cannot be purchased or traded. Status is bestowed rather than bought. A person s status is a function of beliefs that others hold about him (or her), and one cannot pay someone to believe something, because belief is involuntary. Although one can invest in activities that will raise one s status, for example by publicly donating to charity, or indeed just by flaunting one s wealth, one cannot buy status directly, as one can the usual good or service. But modern economics, returning to its roots in Aristotle, Smith, and Bentham, does not limit its purview to explicit markets. And status is much like reputation, about which there is a large and 1 As convincingly argued with reference to the biological perspective in Kingsley R. Browne, Sex and Temperament in Modern Society: A Darwinian View of the Glass Ceiling and the Gender Gap, 37 Arizona Law Review 971 (1995). On the economic approach to sex, see Richard A. Posner, Sex and Reason (1992). 2 See, for example, Robert H. Frank, Choosing the Right Pond: Human Behavior and the Quest for Status (1985); Frank, The Demand for Unobservable and Other Nonpositional Goods, 75 American Economic Review 101 (1985); Roger D. Congleton, Efficient Status Seeking, Externalities, and the Evolution of Status Games, 11 Journal of Economic Behavior and Organization 175 (1989); Chaim Fershtman and Yoram Weiss, Social Status, Culture and Economic Performance, 103 Economic Journal 946 (1993); Yoram Weiss and Chaim Fershtman, Social Status and Economic Performance: A Survey (University of Chicago, George J. Stigler Center for the Study of the Economy and the State, Working Paper No. 139, Aug. 1997).

4 3 Status Signaling and the Law growing economic literature. Both are forms of capital that are acquired indirectly and once acquired enable the possessor to make (or prevent him from making) advantageous transactions in personal or commercial markets. They differ in several ways, however. One is that status is relational, or, as is sometimes said, positional ; one s status is relative to that of someone else. We speak of higher rather than greater or better status, but of having an excellent rather than a higher reputation. The emphasis is on good versus bad reputation rather than on one s place on a ladder. Granted, the ladder metaphor is a little misleading. Status systems are not closed at the top. The holder of the record for the fastest mile in the world might want to break his own record, since someone else might some day do so and take his place. Our essential point, however, is that a person can have a good reputation yet be of low status. Conversely, a person can have no reputation but a high status. Reputation is dependent on what a person has done or is believed to have done; status need not be. A new-born prince in a monarchy will have a high status though no accomplishments, while a slave will have a low status even if he is highly productive. Status is predictive; the prince is expected to be someone with whom valuable interactions will be possible (and the slave the opposite), even though he has no track record (reputation) of such interactions. Status is thus the more inclusive concept; acquiring a reputation is one way to obtain status. In the examples just given, status and power are positively correlated, but they need not be. Max Weber identified separate status hierarchies of wealth, power, and prestige. Queen Elizabeth ranks high in wealth and prestige but low in power. A mother of septuplets might rank high in prestige but low in wealth and power. A businessman might rank high in wealth but low in power and prestige, a government official high in power but low in wealth and prestige. The existence of distinct status hierarchies underscores the difference between reputation as a summary of accomplishments and status as a predictor of opportunities for desirable or undesirable interactions. A person who is wealthy by birth will have high status

5 Chicago Working Paper in Law and Economics 4 in the wealth hierarchy; he is someone worth knowing even though he has no record of accomplishments. Another difference between status and reputation is that the determination of the former involves even lower information costs than the determination of the latter. When status is not merely ascribed, as in the case of the new-born prince, it is a kind of shorthand or proxy for reputation, in the same way that reputation itself is a summary of all that is known about the character and achievements of a prospective transacting partner. A person who is reputed to be wealthy, or powerful, or virtuous may acquire by reason of his reputation a status in the eyes of people who may have no other knowledge of his reputation. A physicist s reputation might lead to his winning a Nobel Prize. This would give him status in the eyes of people unaware of his reputation. Members of a family may have no achievements or reputations yet still have status (acknowledged by deferential or generous behavior by others toward them) within the family or even the outside world by virtue of such accidents as having reached a great age or having many grandchildren. Status is not so closely tied to transactional opportunities as reputation is. People accord deference to Queen Elizabeth who never expect to meet her, and sometimes to notorious criminals whom they d be afraid to meet. These are examples of celebrity status, a phenomenon that has less to do with the market and more with the use of symbols to evoke and stand for complex realities; the stars and stripes evoke and stand for the United States, and Queen Elizabeth for the glorious history rather than merely the diminished, almost parodic, present state of the British monarchy. Especially in the United States, however, wealth achieved through business success (as well as through inheritance, marriage, or winning a lottery) may confer celebrity status. Status should be distinguished not only from reputation but also from the concept of human dignity, an egalitarian philosophical concept that is central to Kantian ethics; status is a hierarchical concept. Kantians believe that people are worthy of being treated with respect and concern simply by virtue of being human. Even if

6 5 Status Signaling and the Law this is true in some sense (although we do not see how it could be shown to be true, or for that matter false), it would not bear on the phenomenon of status competition. It is possible to think people equal in some sense yet recognize that they are unequal in other senses, including their location on status ladders. Because status is a capital good, a change in it can produce a large change in subjective utility, even though in a sense nothing has changed. Greater swings in utility are caused by changes in future prospects than by fluctuations in current consumption of material goods, because a change in those prospects may alter the present value of one s entire future consumption. Getting into the right university increases one s future prospects, and if the present value of that expected increase is large, and you know it, your current utility will jump. Status is a kind of ever-shifting index to one s future opportunities. This is another reason why the highest-ranking person in a status distribution has an incentive to increase his status even more. Based as it is on belief, the value of one s status capital depends on the recognition of one s status by other people. That may be why a person is offended if others signal a belief that he is of lower status than he claims, as when a low-status person calls a high-status person by the latter s first name, or uses the intimate form of the second person (du or tu versus Sie or vous), signaling that he thinks (or thinks others might think) that their status is equal. Since status is relational, the offense is not negated by the possibility that the low-status person is trying to signal that he is really a high-status person rather than that the other person is a low-status person like himself. Even a very important person may be deeply offended by being called by his first name by an unimportant person, unless obviously uninformed or incompetent a child, for example. If the difference in status is both obvious and large, the inference that the mode of address is a calculated insult rather than a misunderstanding of the status relation will be inescapable. And the offense is magnified by the value of what is harmed the lofty status of the very important person in the same way that stealing a person s wallet does more

7 Chicago Working Paper in Law and Economics 6 harm if it contains $250 than if it contains $5. The offense of calling a higher-status person by his first name is less when done in private, since without an audience there is no signal to third parties. Low-status people sometimes ape high-status people, for example by buying cheap knockoffs of expensive goods, such as a perfume that smells like Chanel No. 5 or a synthetic diamond indistinguishable from the real thing. Although imitation is said to be the sincerest form of flattery, the benefit of being flattered may be offset by the increased costs of finding a way to signal status credibly. The costs are twofold. Some people will doubt the status of the high-status person, thinking him one of the apes. And to the extent that aping is successful, it will create the impression that there are more high-status people than there really are, and this will dilute the status of the true high-status people. Trademarks provide some protection against aping. 3 This may or may not be a good thing. Status competition, like competition in other positional goods, can be socially wasteful. Every expenditure on raising one s own status imposes an external cost the reduction in other people s status. If the others respond by expending resources on increasing their status, the result may be a restoration of the original status hierachy, and the competitive expenditures will have been wasted. But the effect of legal protections of status on this competition is uncertain. On the one hand, it increases the costs of the competitors, the apers as we are calling them. On the other hand, it increases the incentive to obtain marks of status in the first place, for example by conspicuous consumption. The net effect is unclear. And even if it were clear, the welfare implications would be ambiguous. For it is not the case that status rivalry is always a zerosum game and therefore should be discouraged. In a dynamic society, such as that of the United States, the desire to enhance one s status is generally a spur to socially beneficial rivalry. People in a society that is open, mobile, and competitive usually cannot attain high status without achievements, and so status rivalry motivates people to work 3 See William M. Landes and Richard A. Posner, Trademark Law: An Economic Perspective, 30 Journal of Law and Economics 265, (1987).

8 7 Status Signaling and the Law harder than they would otherwise do. Unless they can appropriate the entire social product of their harder work, they confer external benefits. Status rivalry may also generate external benefits by increasing the amount of charitable giving. Very little such giving is anonymous. This implies that people derive status from being known to be charitable. 4 Although reputation and hence status are instrumental goods, they are also status particularly consumption goods. People derive satisfactions from having a high status that are distinct from the competitive advantages that status confers. 5 One s self-esteem is enhanced by knowing that others think highly of one, since the opinion of others is a more objective measure of value than one s personal and inevitably biased self-assessment. Higher-status people are envied, and they derive pleasure from this because envy is especially credible evidence of the superior status of the envied person. The instrumental value of status, and the utility that is derived from being envied, may explain the phenomenon (made famous by Thorstein Veblen) of conspicuous consumption. The intrinsic value of status may explain the curious fact that status is valued even when it is not signaled, as when a wealthy person wears clothes or jewelry that look ordinary but in fact are extremely expensive. The contrast between appearance and reality reminds the person of how 4 On the importance of recognition as an incentive for charitable donations, see Eric A. Posner, Altruism, Status, and Trust in the Law of Gifts and Gratuitous Promises, 1997 Wisconsin Law Review 567, 574 n. 17; Amihai Glazer and Kai A. Konrad, A Signaling Explanation for Charity, 86 American Economic Review 1019, 1021 (1996); William M. Landes and Richard A. Posner, Altruism in Law and Economics, 68 American Economic Review Papers and Proceedings (May 1978). The positive welfare effects of status rivalry are emphasized in Congleton, note 2 above. 5 Elias L. Khalil, in an unpublished paper, Symbolic Products: Prestige, Pride and Identity Goods (Department of Economics, Ohio State University at Mansfield, 1997), defines symbolic goods as goods that increase utility without satisfying any wants. Status, when enjoyed for its own sake rather than as an instrument for obtaining other goods, is an example of a symbolic good in Khalil s sense. For evidence that status indeed increases an individual s sense of well-being, see Frank, note 2 above, at

9 Chicago Working Paper in Law and Economics 8 special he is. There is also satisfaction in fooling other people. Imagine how foolish a person would feel who treated a poorly dressed individual in a supercilious manner, only to realize later that he had been condescending to a wealthy person who had been slumming. Making another person look foolish is likely to increase one s self-esteem. It seems impossible to say which external effect of status rivalry, the negative or the positive, predominates without considering specific domains and methods of that rivalry. But when such rivalry is not shown to be, on balance, socially wasteful, government should not intervene. If the best estimate of the expected benefits of intervention is that they are zero because of uncertainty and the fact that the benefits of intervention can be negative as well as positive, the net expected social cost must be negative since intervention always involves some cost. B. Status as Gendered Status competition has traditionally (by which we mean until the dramatic changes in American gender roles that occurred beginning in the 1960s) taken different forms for men and for women. Men struggle with each other for position in social hierarchies of wealth, power, and prestige. The result is that men predominate at both ends of these hierarchies they are the richest and the poorest, the leaders and the prison inmates, the heroes and the outcasts. Failure to consider both ends of the status ladder creates an exaggerated impression of male status relative to female. The lowest status rung is occupied by insane and mentally retarded people, criminals, and beggars, and in all of these groups men outnumber women. Because women s status was until recently (and is still to some extent) derivative from that of men the males in her family before marriage, the husband, as well, after marriage, and eventually her sons status competition among women consisted largely of the woman s emphasizing her family s status and displaying the qualities that made her a superior daughter, wife, and mother. But derivative status need not signify low status. Traditional women s work takes

10 9 Status Signaling and the Law place within the household and thus is not easily observed and evaluated by outsiders. But since, given positive assortative mating, husband and wife will tend to have similar levels of capability in their different spheres of work, the husband s observable performance will be a proxy for the wife s unobservable performance. In more intuitive terms, since the best men tend to get the best women as wives, being married to a good catch signals that a woman ranks high on the women s status scale. Hence the status of women as a group need not be lower than that of men merely because women s status tends to be derivative from men s. Some feminists, mistakenly assuming that the only status hierarchy is male, disparage household production in order to encourage women to devote more time and effort to working in the market so that their status will be higher. Yet older women have considerable status in poor black communities in the United States because of the importance of child care by grandmothers, most mothers in those communities being unmarried. The limiting factor in the growth of a society s population, moreover, is the number of women, not the number of men. Shielding women from harm may therefore reflect their value as child bearers rather than being an attempt to put them down as being too weak to defend themselves. At the same time, the higher is women s status as childbearers and child-rearers by virtue of a social goal of increasing the size of its population, the less access women will have to the male status ladder, because they will be fully occupied in pregnancy and child-rearing. This produces the paradox that the more valuable women are in one dimension (the bearing and raising of children), the less social status they will seem to have if status is mistakenly assessed solely with reference to the status criteria for men. A further paradox is that high status may be conjoined with low welfare. This is true of women in poor societies because of the risks and burdens of pregnancy, as well as of soldiers in embattled societies. The growing participation of women in all parts of the labor force and in politics complicates the determination of female status. Female lawyers, business executives, and politicians participate in the

11 Chicago Working Paper in Law and Economics 10 same status systems as their male counterparts but in addition continue to participate in the traditional female status systems, in which marriageability and husband s status figure importantly. As a result, the same woman, for example the current U.S. Secretary of State, may have a different status depending on which status system is under consideration. The wife of a President has an exalted status, dependent largely or even entirely on marriage, that may exceed that of a female cabinet member. Men are less likely to derive status from their wives except in the wealth hierarchy. Weber s threefold division of status systems is thus too simple, if only because he was not interested in women s status. Women can obtain prestige in competition with men by doing traditional men s work, but they can also obtain prestige in the traditional female roles of wife and mother, and sometimes of daughter and grandmother. The distinctively female status system, revolving around sex and marriage, is itself differentiated because of the diversity of goals and opportunities among women. Postmenopausal women, and younger women who do not want or cannot have children, may still be interested in marriage, but not as a method by which a woman obtains financial and other forms of protection for the children she anticipates having. Less obviously, this may also be true of a fertile but wealthy woman, who, not requiring the financial resources of a man to support her children, may prefer to have sex without marriage, for pleasure; or to have sex, with or without marriage, with men whom she believes to have good genes. Conversely, fertile men may be attracted to wealthy women in order to obtain resources for the children these men already have (or might in the future have) by other women. A fertile woman who is neither wealthy nor poor is likely to pursue the canonical female sexual strategy, which involves seeking marriage with a man who will be a good provider for her children. Poor women on welfare may be like wealthy women in having their own resources for child support and so not being dependent on men, while middle-class women may have good incomes that are dependent however on their participation in the labor force. That participation is likely to be interrupted, or curtailed, if they have children, and so they will still depend to a degree on men.

12 11 Status Signaling and the Law The poorest women, if unable to attract a marriage partner or find a well-paying respectable job, may turn to prostitution, exchanging sex for financial resources but without the continuity provided by marriage. Independently wealthy women do not necessarily forfeit their status by promiscuous sexuality. Their status is based on wealth as well as marriageability, and may enable them to obtain high-status husbands despite the paternity anxiety that a reputation for promiscuity will engender. In contrast, prostitutes, demonstrating by their choice of occupation that they have poor marriage prospects, are invariably of low status in modern cultures. The status of a woman who follows the canonical female sexual strategy of snagging a husband well able to support her is much higher than that of the prostitute, but is still somewhat precarious, as feminists emphasize. Her sexual attractiveness and her ability to bear children will decline with age, and her husband will have the resources to be able to replace her with a younger woman. The wife of a poor man and the wife who has market skills which decline much less rapidly with age, and indeed up to a point may increase with it are less likely to be replaced. C. The Biological Dimension of Status Competition Status differentiation, insofar as it is related to sexual competition, appears to have a biological component or origin; this is suggested though of course not proved by the fact that most other primate species (and many other animal species a well) display status hierarchies. 6 A woman s inclusive fitness the prevalence of her genes in subsequent generations usually is maximized by her obtaining for herself and her offspring the protection of a man who has the resources to assure so far as possible that her offspring will prosper and reproduce. If human infants did not require prolonged and extensive protection in order to survive to reproductive age, women would maximize their inclusive fitness by mating with the 6 See, for example, Primate Societies (Barbara B. Smuts et al. eds. 1987), especially chapters 31 and 32 by Smuts relating dominance and status hierarchies to sexual competition.

13 Chicago Working Paper in Law and Economics 12 most genetically fit men, as signaled by health, size, etc., and the only significance of a man s resources would be as proxies for health, size, intelligence, and other desirable genetic attributes. But because human infants, at least in the prehistoric times in which we evolved to approximately our current biological state, required male protection, it is plausible to expect that women are genetically predisposed to find men who appear to have ample resources for such protection particularly attractive. So men compete to acquire resources and success in that competition greatly influences rank in the male status hierarchy. Women compete for the high-status men, and the women who are successful in this competition will have a high female status. Promiscuous women will tend to lose out in this competition because men s inclusive fitness is reduced if they expend resources on protecting other men s children, unless the men are close blood relatives. The risk is not trivial. Paternity tests reveal that even today, a significant fraction of babies have a father different from the one claimed by the baby s mother to be the father. 7 Male promiscuity will enhance a man s inclusive fitness unless the increased reproduction that it enables is offset by a reduction in his ability to attract and protect a high-status woman and her offspring. There is evidence for the double standard, in which promiscuity may actually raise male status but almost always lowers female status. 8 Male promiscuity does not raise all men s status, however. It is a risky strategy, not only because it is time-consuming, increases the risk of contracting a venereal disease, and can provoke lethal reactions from other men, but also because the promiscuous male may be spreading his support so thinly over his offspring (or 7 R. Robin Baker and Mark A. Bellis, Human Sperm Competition: Copulation, Masturbation and Infidelity (1995). 8 See, for example, David M. Buss, The Evolution of Human Intrasexual Competition, 54 Journal of Personality and Social Psychology 616 (1988); David M. Buss and David P. Schmitt, Sexual Strategies Theory: An Evolutionary Perspective on Human Mating, 100 Psychological Review 204 (1993); D. Bar- Tal and L. Saxe, Perceptions of Similarity and Dissimilarly Attractive Couples and Individuals, 33 Journal of Personality and Social Psychology (1976).

14 13 Status Signaling and the Law not supporting them at all he may not even know who they are) that the chances the offspring will survive to reproductive age are greatly reduced. This in turn may make him less attractive to women, although in modern times the advent of the welfare state and the rise in women s job opportunities have reduced women s dependence on men for the support of children. Biologically engendered status competitions are likely to persist in modern life because preferences hard-wired in the brain during the long era in which human beings evolved to their present biological state will continue to influence behavior even in social settings in which these preferences are today nonadaptive or even dysfunctional. These tendencies, including the double standard, will be reinforced by the fact that the principal costs of an unwanted pregnancy still are borne by the woman. We do not deny the importance of cultural factors in human marital and sexual behavior. But the influence on the behavior of modern people of biology, both general evolutionary behavior and the specifics of reproductive behavior (in particular the fact that only women become pregnant), has been underrated; and cultural and biological factors interact. 9 II. Sexual Harassment A. Its Causes, Incidence, and Character Sexual harassment in the modern workplace consists overwhelmingly of male harassment of females of reproductive age rather than male harassment of other men or of older women or female harassment of males, 10 and although these other types of harassment are not unknown, we shall concentrate on the first type. 9 See Robert Boyd and Peter J. Richerson, Culture and the Evolutionary Process (1985). 10 See David M. Buss, The Evolution of Desire: Strategies of Human Mating 160 (1994); David E. Terpstra and Susan E. Cook, Complainant Characteristics and Reported Behaviors and Consequences Associated with Formal Sexual Harassment Charges, 38 Personnel Psychology 559, 562 (1985).

15 Chicago Working Paper in Law and Economics Men Harassing Women Among the more common forms of male sexual harassment of young female employees are threats by supervisors intended to extract sexual favors from subordinates, sexual solicitation by coworkers (including supervisors), and verbal or other displays of sexual hostility toward or contempt for women (for example, decorating the workplace with nude pinups). The first form of harassment is easy to understand. The second and third present puzzles, such as why a sexual solicitation should be resented and why the characteristic forms in which male coworkers attempt to express contempt for or hostility toward female workers should offend the latter. Why should anyone be bothered by receiving an offer she is free to refuse don t all of us want to have as many choices as possible? And why should women be offended by pictures of nude women? Another question is why men should be hostile toward female coworkers. We do not discuss sexual harassment that involves forceful penetration or otherwise approaches rape in severity, menace, or coerciveness. There is no puzzle, given the optimal female sexual strategy, as to why such behavior causes extreme distress. 11 Our focus is on forms of harassment that are primarily verbal or pictorial and if they involve any touching at all involve only pats or squeezes rather than real violence. The intention usually is to solicit the woman for sex, but of course not all sexual solicitations count as harassment. The law tries to distinguish between consensual dating and courtship behavior and off-color banter, on the one hand, and seriously offensive solicitation on the other hand. A polite marriage proposal would ordinarily not count as harassment even if it were resented by the recipient because it was made by a man of low status. We shall largely ignore the evidentiary difficulties, which are considerable, of drawing this line between the permitted and the forbidden. The basic idea is clear enough: circumstances may make a sexual solicitation so unwelcome to a woman as to poison the workplace of her. An example is where the woman is married and 11 For evidence that it does, see Buss, note 10 above, at

16 15 Status Signaling and the Law has given no indication that the marriage is troubled or that she has a taste for adultery, yet she is nevertheless repeatedly pestered for sex by one or more of her coworkers. A rule flatly forbidding dating between coworkers would minimize offensive solicitation and by doing so, as we are about to see, would maximize the protection of women s status. But it would do so at the cost of destroying an increasingly important part of the courtship market. With most women now entering the workforce before marriage, the workplace is an important site for courtship 12 and also a cheap one, since people can learn a lot about each other as a byproduct of their ordinary work without having to go out on a date. And given the ambiguous implications of status protection for social welfare, it is far from clear that the law should want to give status as much legal protection as it would if it forbade all dating between coworkers. In the case of solicitation by a supervisor, the obvious explanation for why the offer is resented is that it often carries with it an implied threat to fire or otherwise discriminate against the woman if she refuses. The resentment may be of the threat rather than of the solicitation per se. But the solicitation too may be resented, as signaling a refusal to recognize that the woman is of high rather than low status. A high-status woman, with good opportunities in the marriage market (perhaps already married or having a high-status boyfriend), would generally have little to gain and much to lose from engaging in casual sex with her supervisor. A woman of low status would be more willing to consent to such a relationship. The solicitation is thus resented for much the same reason that a person might be offended to receive a cash gift from a friend. The making of such a gift would imply a belief that the person was hard up financially and therefore was of low status in our society, in which money is an important determinant of status. 13 It does not matter 12 See Carol Hymowitz and Ellen Joan Pollock, Corporate Affairs: The One Clear Line in Interoffice Romance Has Become Blurred, Wall St. Journal, Feb. 4, 1998, pp. A1, A8. 13 As an aside, we predict that cash gifts are therefore more common in societies in which money is a less important determinant of status than it is in our

17 Chicago Working Paper in Law and Economics 16 whether a woman who is solicited for casual sex is averse to it. Even if she is not, she may still be offended by the solicitation, because the solicitation implies that the solicitor thinks she is of low status. Nor is it critical whether others become aware of the solicitation. If they do, this may lower the woman s status in their eyes; they will know there is some possibility, though maybe a slight one, that the soliciting male had reason to believe that the woman was interested in casual sex. Even if the solicitation is private, the woman s self-esteem will be damaged, because she will realize that at least one man doubts whether she is really a high-status woman. If the soliciting male has great power over the woman, the solicitation may not imply that he thinks she s in the market for casual sex. He may simply think that although she does not want to have sex with him, she will do so to protect her job. Even so, there is an implication about her attitude toward casual sex not that she likes it, but that she does not disvalue it as much as some other women would; she values her job more than her chastity. A related point is that since sexual solicitation in the workplace (as outside) often implies a violation of moral norms the man or woman (or both) may be married, and the man may be promising the woman a competitive advantage over equally or better qualified coworkers the solicitation signals the man s belief that the woman is not a highly moral person. The man s rank may make a difference, though. Although sexual solicitation by a high-ranking man may be repulsed and resented (the solicitations by former Senator Robert Packwood being a well-known example), the higher the man s rank, the less likely (other things being equal) the woman is to be offended. 14 There is always a possibility that the solicitation might lead to marriage with a high-status male or confer other advantages. Even if the possibility is small, the benefits if it materializes may be great enough to make society. In addition, cash gifts are presumably more common within families, since status within a family is not determined primarily by money. 14 For evidence, see Buss, note 10 above, at ; also Patricia A. Frazier, Caroline C. Cochran, and Andrea M. Olson, Social Science Research on Lay Definitions of Sexual Harassment, 51 Journal of Social Issues 21, 28 (1995).

18 17 Status Signaling and the Law the expected benefits to the woman of the solicitation exceed the costs. The qualification other things being equal is important. The higher the man s rank, the greater his coercive power over a female subordinate; and so harassment by a high-ranking man is likely to be more severe and protracted than harassment by a low-ranking one. 15 Female students, for example, rate harassment by a professor as more serious than harassment by a student. 16 Not all sex is either casual or marital/reproductive. The male supervisor or coworker might be sincerely smitten by the object of his solicitations and desire a passionately romantic rather than merely casually sexual relationship. We expect that in these circumstances the solicitation would be less resented than if it were apparent that all the man was seeking was casual sex; often it would not be unwelcome at all, and therefore would not constitute harassment. Moreover, the range of meanings that a sexual solicitation can take on complicates the interpretation of the woman s initial rejection of the solicitation. Refusal may be a tactic, 17 akin to the ordeals that suitors in chivalrous tales must undergo to win the hand of a beautiful princess, for screening solicitations. 18 The man who accepts a rebuff demonstrates by his acceptance either that his interest in the woman was not very serious or that he is a timid sort. If he refuses to take no for an answer, exposing himself to the humilitation of a repeated rebuff, his interest is less likely to be a merely 15 See id. at Id. at For evidence, see Charlene L. Muehlenhard and Lisa C. Hollabaugh, Do Women Sometimes Say No When They Mean Yes? The Prevalence and Correlates of Women s Token Resistance to Sex, 54 Journal of Personality and Social Psychology 872 (1988), finding that 39.3 percent of the young women surveyed had engaged in token resistance at least once. 18 An alternative explanation, however, is that the woman wants to signal to the man her acceptance of the double standard, lest she be thought promiscuous and therefore unsuitable for a marriage partner. For evidence, see Charlene L. Muelenhard and Marcia L. McCoy, Double Standard/Double Bind: The Sexual Double Standard and Women s Communication about Sex, 15 Psychology of Women Quarterly 447 (1991).

19 Chicago Working Paper in Law and Economics 18 casual one. After a while, however, his very insistence may make him more frightening and bothersome than if his interest were casual; may, indeed, show that he is unperceptive, obsessive, even crazy, rather than merely deeply pierced by Cupid s arrows. Another possibility is that he likes low-probability gambles but that might be a sign of poor judgment or of an excessive love of risk. Women are injured in another way, besides loss of status, by sexual solicitation in the workplace. A woman who is subjected to such solicitation will have difficulty assessing her job performance. She will not know whether she has been hired, promoted, retained, etc. because she is a good worker or because a supervisor wants to have sex with her. 19 The resulting lack of information about her performance and ability will make it more difficult for her to plan her career intelligently. This is especially true given the different time profiles of a woman s sexual and vocational careers. Her sexual attractiveness is likely to diminish earlier than her vocational ability, so that if she infers the latter from the former she may find herself sidelined in the workplace long before she planned to retire. And even if she knows her abilities perfectly, she may not be able to convince other employers and supervisors that she owes her current position to those abilities rather than to sex and she may, in fact, not owe it to her abilities. A woman s status in the sexual system may actually be inversely related to her status in the vocational system (for example, youth may be a plus in the former system but a minus in the latter). If so, a sexual solicitation may degrade her status in both systems. At work, people may think she s interested in casual sex rather than in working; in the marriage market, she may be thought cheap. Kantians might argue that the obvious source of injury from sexual harassment is the affront to the human dignity of women that such harassment implies, and thus is unrelated to their rank in any status hierarchy. But the argument begs the question of why 19 For evidence, see Arthur I. Satterfield and Charlene L. Muelenhard, Shaken Confidence: The Effects of an Authority Figure s Flirtatiousness on Women s and Men s Self-Rated Creativity, 21 Psychology of Women s Quarterly 395 (1997).

20 19 Status Signaling and the Law being pestered for sex, as distinct from being pestered for one s autograph or product endorsement or hand in marriage, should be thought offensive rather than flattering or why being threatened for sex should be more or differently offensive from other threats. The answer is inseparable from the biology of sex. The Kantian approach is too vague to be helpful in dealing with anything as concrete as the psychology of sexual harassment or the proper scope of legal protection against it. Sometimes male coworkers do not seek sex with a female coworker but rather want to expel her from their workplace. Why might they want to do this? Fear of competition and resentment at affirmative action are two reasons. The latter may be conjoined with fear by men for their own safety; male firefighters, for example, may be afraid that female firefighters, hired over more qualified males pursuant to a policy of affirmative action, will endanger them by not being able to perform essential tasks requiring substantial upper-body strength. But the most important reason for male hostility to female coworkers probably is a function, once again, of status. The hostility is a phenomenon primarily of working-class or lower-middle-class men in macho jobs such as policeman, fireman, soldier, miner, or metallurgical worker. The occupants of these jobs derive status from public recognition that these are tough and dangerous jobs jobs that only men can do. In other words, these workers are on a status ladder where traditionally all women were below them, and so their status is challenged if any women are allowed to hold the same jobs. When men want to drive women out of the workplace, they sometimes do so by flaunting symbols of male sexuality, as by using obscene language, exhibiting their genitalia, and posting pornographic photographs. They may engage in such behavior not because it is a particularly effective method of harassment, but because it is the only method they can get away with that would not involve committing criminal acts for which they might be punished severely. Yet such behavior can make the workplace intensely disagreeable for a woman even when no physical harm to her is being threatened. Women are turned off rather than turned on by men who flaunt male sexuality because such flaunting is not a

University of Chicago Law School Chicago Unbound Coase-Sandor Working Paper Series in Law and Economics Coase-Sandor Institute for Law and Economics 1999 Status Signaling and the Law, with Particular Application

University of Chicago Law School Chicago Unbound Journal Articles Faculty Scholarship 1999 Status Signaling and the Law, with Particular Application to Sexual Harassment Richard A. Posner Follow this and

In this chapter, we present the theory of consumer preferences on risky outcomes. The theory is then applied to study the demand for insurance. Consider the following story. John wants to mail a package

Sexual Ethics in the Workplace 1 Why Training To communicate the policy UWGB has in place to address this topic Training is the best way to ensure our policies are more than just pieces of paper. Communication

NOÛS 43:4 (2009) 776 785 Critical Study David Benatar. Better Never To Have Been: The Harm of Coming into Existence (Oxford: Oxford University Press, 2006) ELIZABETH HARMAN Princeton University In this

SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition

Perspectives Insights From Colleagues of UE Juror Attitudes in Harassment and Discrimination Suits By Dan Gallipeau and Steven Gerber Before deciding whether to take a case to trial, employers including

Employees Guide to Understanding Sexual Harassment Publication 553 July 1998 Dear Postal Employee: The United States Postal Service wants all employees to know that sexual harassment will not be tolerated

State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.

lean in DISCUSSION GUIDE FOR ALL AUDIENCES Introduction We are grateful for what we have. What did past generations have to deal with that we don t have to deal with? What are you most grateful for? Men

The Basics of Sexual Harassment Sexual Harassment is a violation both of Federal Law and the laws of most states. For employers, it is fairly easy to take steps to prevent sexual harassment and to defeat

1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where

THE BASICS Getting a Divorce in New York State Either the wife or the husband can ask a Court for a divorce. In this booklet, we say that the wife is the person who will go to Court to request a divorce

Wiederman 1 Sexual Attitudes, Values, and Beliefs Most people are too focused on sexual activity they think it is more important than it really is. Do you agree or disagree with this statement? What is

Cultural Diversity and Gender Equity Using the Quick Discrimination Index (QDI) This survey, called the Quick Discrimination Index, is designed to assess sensitivity, awareness, and receptivity to cultural

In Defense of Kantian Moral Theory University of California, Berkeley In this paper, I will argue that Kant provides us with a plausible account of morality. To show that, I will first offer a major criticism

Discrimination / Sexual Harassment Scenarios Scenario A Susan Smith is an undergraduate student in a lab. She is one of two females in the lab where there are 12 students. Some of her male classmates frequently

GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

Farzad Family Law Scholarship 2014 Should the right to marry for same-sex couples become a federal constitutional right by amendment to the United States Constitution or remain a State issue? The United

: More Important than Ever in 2011 According to the Equal Employment Opportunity Commission ( EEOC ), the Commission received over 7% more employment discrimination and unlawful harassment charges in 2010

Wilm 1 Baby Boomers: Discontinuing Damaging Family Legacies Many members of the Baby Boom generation maintain a certain nostalgia for their upbringing and the traditional portrait of the 1950 s family.

Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal

SESSION 5: SUBSTANTIVE EQUALITY Session 5 Case study on Equality (Based on Dothard v. Rawlinson, 433 U.S. 321 (1977) In a prison in the city of Kanpur, 20% of dangerous sex offenders were scattered through

Findings and methodological and ethical challenges involved in conducting the FHI study Early Sexual Debut, Sexual Violence, and Sexual Risk-taking among Pregnant Adolescents and Their Peers in Jamaica

Voir Dire in Domestic Violence Cases By Sarah M. Buel, Co-Director, University of Texas School of Law Domestic Violence Clinic Voir dire provides the opportunity to educate jurors while probing for bias,

The Open University of Israel (OUI) Regulations for Prevention of Sexual Harassment at The Open University of Israel 1 Sexual harassment and inappropriate conduct on sexual premises are offensive to the

Gender Equality in Human Resources for Health: What Does This Mean and What Can We Do? Gender equality in human resources for health (HRH) means that women and men have an equal chance of choosing a health

ON THE JOB Employment In order to work in the United States, you must have a social security number, as required by the federal Social Security Act. If you do not have a social security number, you have

The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Steven V. Cates, DBA, SPHR Lynn Machin, Kaplan University, USA ABSTRACT The purpose of this

Michael Lacewing Mill s harm principle THE PRINCIPLE In On Liberty, Mill argues for one very simple principle, as entitled to govern absolutely the dealings of society with the individual in the way of

Determining Future Success of College Students PAUL OEHRLEIN I. Introduction The years that students spend in college are perhaps the most influential years on the rest of their lives. College students

A survey of public attitudes towards conveyancing services, conducted on behalf of: February 2009 CONTENTS Methodology 4 Executive summary 6 Part 1: your experience 8 Q1 Have you used a solicitor for conveyancing

Injured on the Job Your Rights under FELA Quick Facts: What To Do If Injured 1. Consult your own doctor for treatment. Give your doctor a complete history of how your injury happened. Make sure that the

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed

RESTRAINING ORDERS IN MASSACHUSETTS Your rights whether you are a Plaintiff or a Defendant Prepared by the Mental Health Legal Advisors Committee October 2012 What is a restraining order? A restraining

Definitions of Child Abuse in the State of Oregon Oregon law defines physical abuse as an injury to a child that is not accidental. Most parents do not intend to hurt their children, but abuse is defined

To Wed or Not to Wed By barbara findlay, Q.C. Do you know what it means to be married (legally speaking, that is)? What are the differences in rights and responsibilities between two people living together

INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer

Occupational Health & Safety Council of Ontario (OHSCO) WORKPLACE VIOLENCE PREVENTION SERIES Domestic Violence Doesn t Stop When Your Worker Arrives at Work: What Employers Need to Know to Help What is

The Science Glass Ceiling: Academic Women Scientists and the Struggle to Succeed Addressing the Achievement Gaps: ETS May 4-5, 2005 A Research Scientist at a Prestigious Research I Institution: I apologize

ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York

Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,

SOCIAL PROBLEMS OF MARRIAGE AND FAMILY Social Problems of Marriage and Family -- Outline Defining Terms Myths about the Family The Family in Decline Perspective Age at First Marriage New Family Structures

Remarks by Dr. N. Gregory Mankiw Chairman Council of Economic Advisers at the National Bureau of Economic Research Tax Policy and the Economy Meeting National Press Club November 4, 2003 My remarks today

Employee Engagement Special Report Leveraging Engagement for Profitability What is an engaged employee and how important are they to my business? An engaged employee cares about more than just receiving

EXECUTIVE SUMMARY The majority of Virginians believe you should obey the law without question but also suggest that right and wrong are ultimately determined by the individual. Nearly three out of five

Summer 2015 Mind the gap Income protection gap study Western Europe Foreword There is growing awareness of the pension gap, but most people underestimate an even greater risk to their standard of living:

Notes - Gruber, Public Finance Chapter 20.3 A calculation that finds the optimal income tax in a simple model: Gruber and Saez (2002). Description of the model. This is a special case of a Mirrlees model.

Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should

BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi

Lesson Description The lead article in the spring 2010 issue of Inside the Vault discusses the redistribution of wealth through taxation. In this lesson, students use different household scenarios to examine

BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,

HANDBOOK FOR NONCUSTODIAL PARENTS INTRODUCTION The purpose of this handbook is to inform noncustodial parents about paternity establishment and child support services. The Office of the Attorney General

Prospect Theory Ayelet Gneezy & Nicholas Epley Word Count: 2,486 Definition Prospect Theory is a psychological account that describes how people make decisions under conditions of uncertainty. These may

SEXUAL HARASSMENT DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles is to promote and maintain a working environment free of sexual harassment, intimidation, and coercion. Sexual

january 2014 What really matters to women investors Exploring advisor relationships with and the Silent Generation. INVESTED. TOGETHER. Certainly a great deal has been written about women and investing

Alexander Hamilton Background Information: Alexander Hamilton was born in the British West Indies in 1755, the son of James Hamilton and Rachel Lavine, who were not yet married. Hamilton s father abandoned

In Defense of Destabilizing Speculation * by Milton Friedman In Essays in Economics and Econometrics, edited by Ralph W. Pfouts, pp. 133-141. Chapel Hill: University of North Carolina Press, 1960. University

50 Most Common Interview Questions 1. Tell me about yourself: The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed.

Dignity at Work Why do we have a Dignity at Work Policy? 1 Harassment, bullying and victimisation are not allowed at the GMC. Harassment and bullying can have very serious consequences for individuals.

Investment Portfolio Philosophy The performance of your investment portfolio and the way it contributes to your lifestyle goals is always our prime concern. Our portfolio construction process for all of

BUILDING FLEXIBILITY INTO THE TYPICAL IRREVOCABLE LIFE INSURANCE TRUST Presented to the Kentucky Society of Certified Public Accountants, 48 th Annual Kentucky Institute on Federal Taxation, November 18,

Why is Insurance Good? An Example Jon Bakija, Williams College (Revised October 2013) Introduction The United States government is, to a rough approximation, an insurance company with an army. 1 That is

ECO 220 Intermediate Microeconomics Professor Mike Rizzo Third COLLECTED Problem Set SOLUTIONS This is an assignment that WILL be collected and graded. Please feel free to talk about the assignment with

Sexual Harassment By Marcia Eager, LCSW, CEAP Recently we have heard about some high profile sexual harassment cases in the media. I thought this was a good time to remind all of us about sexual harassment

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS